Online Classes Essay Example Essay Example

Online Classes Essay Example Paper Online Classes Essay Introduction Online Classes Online Classes Essay Body Paragraphs Online Classes Online Classes Online Classes Online Classes Presentation Evolution is a ceaseless procedure on the planet today. Innovations are improved continuously and ventures need to stay aware of these headways. The equivalent applies for organizations as society is in the advanced age. Essential PC abilities have become the benchmark of adapting today as computerization is assuming control over all areas. Innovation would now be able to be joined in schools as teachers want to be a piece of a propelling world. The utilization of these rising advances impacts the manner in which they keep on creating. This exposes, the impact of both instructive innovation and innovation in training. These sections appear to be comparable however are very unique. Innovation in instruction alludes to the usage of mechanical hardware in study halls to help in the learning procedure. These could be TVs, DVDs, radios and projectors, which are utilized to help the current study hall set-ups. This ought not be restricted to the part of equipment, as it might give an off base the possibility of the hypothesis. Instructive innovation alludes to how innovation is consolidated into the homerooms, and the repercussions or advantages it may have to the current school educational program. Here, the idea of online classes and the impact that it has on the current school educational plan is watched. It is actualized in the school locale of Philadelphia. Throughout the years, the joining of innovation has been negligible in the instructive part. The vital inquiry raised is whether the joining of online classes causes an improvement in the showing methods of the teacher or builds the accomplishments of the understudies. There are a few factors that come to play with the presentation of online classes. A portion of these factors incorporate instructors comprehension of the online class idea, PC education, educational program content, the capacity to successfully introduce the course on the web and prepared access of the understudies to the program. These are only a portion of the variables that should be considered during execution. Writing Review Adoption of this innovation is best done in stages. The change in accordance with utilizing this innovation was actualized in both the understudies and instructors through a precise procedure. There are alternate points of view that could be utilized, yet the most compelling was the contemporary viewpoint. The traditional point of view underlined on the teachers’ guidance innovation, which subsequently, constrained the successful sign of the model. The contemporary point of view underscores on the understudies and their advantage from it. This aides in the full fulfillment of the advantages that accompany this model as it arrives at the advancement stage. The ideas of the online classes are actualized in a five-advance procedure. The stages are acclimation, usage, joining, reorientation and advancement. The sequential request of postulations stages are amazingly urgent in the successful execution of the authoritative idea. It guarantees that the advantages are completely enhanced. Going in opposition to this implies there will be provisos in the framework. Acquaintance is done so as to uncover both the instructor and their understudies to the new innovation just because (Hooper and Rieber, n.d). After some time, they can learn and turn out to be all around familiar with the innovation. This stage establishes the tone for the others to occur. Use is the subsequent stage and includes being useful and putting the innovation to handy execution. Finding how the online classes ought to work endeavors to cause the understudies to acquire a more profound comprehension of the idea. After use, the mix stage follows. Here, the instructor has a full comprehension of the innovation and can easily set up classes that can be joined into the school educational plan. This implies it turns into an essential piece of the educator’s way of life and its expulsion ren ders the work force incapable. This is an indication that the teacher has completely embraced the new showing procedure and is prepared to give the information on the understudies utilizing constructivism (Yoder, 2006). Much of the time, ordinary appropriation would have halted now. The contemporary perspective fuses reorientation and advancement. In this stage, accentuation is set on the reevaluations of the principle destinations of the study hall. It involves reanalyzing the current framework and changing as our forefathers would have done it of deduction to grasp the new innovation. This makes the understudies progressively intuitive, as the understudies can alarm the instructors on a couple of things they may have missed (Passey, Goodison, Great Britain., University of Lancaster. 2004). Advancement is just the last stage that implies the presence of an unbounded innovation cycle. For whatever length of time that there is proceeded with advancement, innovation will gradually be invested in the instructive framework. From the consolidation of the online classes, unmistakably there exists obstruction by certain teachers, as they do not have the self discipline to adjust to the development of the instructive framework. In different cases, there was admirable adjustment to the online classes, which helped the understudies enormously comprehend the ideas as they extended their thoroughly considering abilities the online collaborations (Wenglinsky, 2006). This helped understudies in correction of the ideas that were at first educated. There was expanded adaptability as the understudies didn't generally need to be available in a physical study hall; all they required was access to the web through a working PC and learning would proceed remotely. This massively affects the authoritative culture of the organization. The better it is fused, the quicker the arrangement of online classes is completely actualized by the establishment. Application Incorporating the inno vation has prompted a few upgrades inside the school region. The incorporation of the Information and Communication Technology (ICT) in the school educational programs has prompted diminished extra room. The utilization of ICT implies that there is less desk work, along these lines, the huge extra spaces are utilized for various purposes. It additionally implied that there was redesign of the current classes so as to permit setting up of the types of gear for the improved innovation. Correspondence turns out to be quick and progressively proficient inside the premises as the utilization of messages is unconstrained and video conferencing makes it quick. The significant disservice of this is the expense caused in the execution of the new innovation. Beginning expense of buying the gear is high, and there is a degree of occupation weakness among the teachers. Consideration of the new innovation would imply that if the work force were not ready to learn, they would be handily supplante d. Opposition by a portion of the instructors would imply that their educating probably won't be as compelling as in the past. Absence of professional stability would prompt a gap among the instructing staff contingent upon their proficiency levels. There is additionally a diminished degree of social cooperation as correspondence should be possible remotely. Use of the innovation gives expanded understanding into the association, as there are components of the association that are found. Such factors are the organization’s culture, structure, and qualities. Grasping on the web classes implies that these components are influenced in one manner or the other. For example, the innovation can be utilized to sidestep typical convention techniques. In that capacity, a subordinate educator can outperform their prompt position and manage the head instructor. This is likewise found in the authoritative culture, as connections may not be as incessant as they were a direct result of remo te correspondence by messages. Mixture of the innovation had both positive and negative ramifications. First of all, there is an improved learning experience as the incorporation of the online classes help revive the learning procedure. It upgrades PC proficiency levels among the understudies and educators as it includes exploring and getting ready of introductions (Passey, Goodison, Great Britain University of Lancaster, 2004). Another positive effect is adaptability. This is worthwhile to both the instructor and understudy as a learning meeting can be arranged remotely by the educator and the understudies will even now profit, independent of their area. By using conferencing instruments, dynamic understudy instructor connection is still maintained. End The serious issue with online classes is that it represents a danger of no figuring out how to the individuals who don't have self-inspiration or are not under oversight. Self-taught understudies, if not appropriately examined, can without much of a stretch miss the meetings and wind up disregarding them inside and out. There are additionally higher odds of interruptions as the web is an amazing asset, which has numerous interruptions. These incorporate from spring up commercials to web based games. In the event that one isn't quick to learn, at that point there is a lot of intendance during on the web classes than there is in the genuine study hall situation. Thus, there could be negligible picking up occurring. By and large, a portion of these interruptions can be utilized to the advantage of the learning procedure. Bringing educative games into the educational plan would upgrade learning abilities among the understudies since they are both fun and educative. Another recommendation is that of utilizing reproductions that will animate the brain and give understudies a visual portrayal, consequently, expanding interest through online mixed learning programs (Edmonds and Li, 2005). It is through constant re-ass essment and correction of the online classes that there would be development in the mission of completely grasping innovation in training. References Edmonds, K., Li, Q. (2005). Instructing At-Risk Students with Technology: Teachers’ Beliefs, Experiences, and Strategies for Success. Hooper, S., Ri

Language and Mode Assignment Example | Topics and Well Written Essays - 500 words

Language and Mode - Assignment Example When perusing the content, the method of composing and the language itself catches the peruser much more, for instance, the primary expression says, â€Å"Some minutes are so dazzling they live you speechless.† The outward appearance characterizes the expression; it shows that the telephone is so staggering leaving one stunned. The author keeps on giving more data about the telephone. This data about the highlights charms the peruser. Another mode for catching the peruser is the â€Å"club nokia,† this may intrigue the peruser as it shows a bit of leeway of claiming a nokia telephone. It clarifies how one can appreciate the fun of photograph altering, photograph offering to ease. A few vocabularies utilized in the advert, which catch the peruser, incorporate; shocking, which implies amazingly appealing, for these situation characterizes the uniqueness of the telephone. The other word is dumbfounded importance unfit to talk after impermanent aftereffect of stun; for this situation, it communicates the response subsequent to seeing the telephone Test B is a promotion of the virgin cell phone organize, which is exceptionally enrapturing. The advert has just a single photographic plan of a wonderful lady lying on a bed, the photographic structure dazzles the peruser quickly making him need to know the importance of the notice. The woman characterizes the main authors articulation that incorporates the words â€Å"great seducer† which for this situation is the young lady laying in an enticing stance The author utilizes extremely spellbinding words and statements, a portion of the enthralling vocabularies incorporate; incredible enticer which implies a figure or a component which makes something alluring, for these situation the â€Å"great tempter is the 10 pound markdown offer on telephones and 15 pound free broadcast appointment. Another jargon is â€Å"deep reverie† which implies wonderful contemplations that cause one to overlook what the person in question is doing. In these advert profound dream implies that the offers are too acceptable they will cause the peruser to overlook what the individual in question is

Patron and Matron

Supporter and Matron Supporter and Matron Supporter and Matron By Mark Nichol As Latin researchers may perceive, supporter and lady are related with the Latin words for â€Å"mother† and â€Å"father.† However, their faculties, and those of inflectional types of these words, reach out past the promptly family. Benefactor, which implies â€Å"sponsor† or â€Å"supporter,† at last gets from the Latin expression pater, which means â€Å"father,† yet the faculties of its middle structure, patronus, are â€Å"bestower,† â€Å"lord,† and â€Å"master† just as â€Å"model† and â€Å"pattern.† (Pattern, in actuality, originates from supporter, the indistinguishable French ancestor of the English word.) Because of the assorted variety of definitions, a benefactor can be a well off giver who underpins a creative undertaking or a social reason or a negligible client of a business foundation. The comparative looking term patroon, a Dutch minor departure from the French word, signifies in verifiable American English utilization a landholder in Dutch pilgrim regions in what is currently the northeastern United States. Support applies in either sense to the demonstration of being a supporter. Moreover, disparage has a double significance: In its constructive implication, it basically portrays being a client, yet it additionally has the insulting feeling of â€Å"condescend,† or â€Å"look down on,† from the idea of an individual of higher economic wellbeing haughtily in regards to somebody of probably substandard standing. Two words that contain the letter arrangement found in benefactor however are plunged legitimately from pater are patronym (actually, â€Å"father’s name†) and patronymic (truly, â€Å"from the father’s name†); the last is both a thing and a modifier. Lady, from the Latin word mater by method for lady, which means â€Å"married woman,† likewise has present day detects that go astray from its familial inceptions: The word currently implies a lady with a develop aura and high economic wellbeing, however the descriptor motherly censoriously proposes somebody of a particular age and a specific mass. In a wedding party, be that as it may, a wedded house keeper of respect is known as a lady of respect paying little heed to age or size. Truly, a female manager in an open establishment, for example, a jail or a school was known as a lady, and in creature farming, a lady is what could be compared to a stud. Matronym and matronymic are the female counterparts of patronym and patronymic. Need to improve your English quickly a day? Get a membership and begin accepting our composing tips and activities every day! Continue learning! Peruse the Vocabulary classification, check our well known posts, or pick a related post below:50 Slang Terms for MoneyHyper and Hypo7 Sound Techniques for Effective Writing

Managing Diversity and Equality in a University - Free Essay Example

about the university University X, like many quality focused universities around the world, has engaged itself for over two decades to be inclusive towards diversity in its students and staff because of the benefits that the phenomenon has to offer in terms of student productivity, an enhanced learning environment and also employment productivity. The university offers a corporate level and functional level strategy for planning, implementation and control of its various diversity initiatives. This has been primarily a response to the drastic legal and social developments relating to ethnic, gender and disabilities equalities at workplace realizing how effective such initiatives prove to be once implemented successfully (Aberson, 2007). But a sound execution of diversity initiatives is seldom an easy process but the University commits itself in maintaining strong standards and hopes for betterment in future with regard to complete diversity and equality in the workplace (Hicks-Clarke Iles, 2000). Its special focus is towards women academics and researchers. It encourages women to apply and sustain their positions in the universities and is continually engaged in recruiting strong, talented women as part of its diversity initiatives. Other than women, the university considers disable employees and diverse ethnic groups to be a part of its diversity initiatives. But while other areas receive targeted results, the university has failed to meet its target for women staff members which points to a need for further analysis. This phenomena can be explained through companys internal analysis, market analysis, comparison with other universities that could help point out the internal weaknesses or external threat of the uni versity that induce this problem as well as through literary concepts relating to society, culture and diversity-specific studies that explain why women do not stay committed o their posts and the university is not able to retain them for long (Milem and Hakuta, 2000). definitions, concepts, and terms of reference The literature on diversity, equality and employment holds various important concepts and definitions that have to be understood in order to analyze the situation of university X. According to Stephen Macedo (2000), who has contributed tremendously towards the conceptual framework relating to workplace diversity, assets that diversity is one of the greatest and complex issues of workplace studies of the modern time. Diversity relates with gender, race, ethnicity and sexual orientation that are equally important, as with other types of public and private organisations, firms, and companies, in universities. He claims diversity to be a contest that is never ending and has bound several researchers, practitioners and managers in a struggle to induce diverse environments into the internal society of the organisations. It is a driving force that brings unity among employees despite of differing characteristics. He has pointed out that though diversity has met with extensive attention , practice and research, it has been often misconceived for its purpose and definition. With regard to universities, specifically, diversity can be defined in terms of student body composition, academic and research staff composition and other non-teaching staff composition (Huisman, et al., 2002). Diversity is not however, only a celebration of different cultures coming together under roof (Bain and Commings, 2000). The studies and practice of diversity involve making sure unfair exclusions and discriminations do not take in the environment based on the differing or unique backgrounds, characteristics and equality is practiced. Only then can unity and harmony can be achieved in the workplace and can employees benefit each other and the organisation with their skills and specialties that are closely tied with their backgrounds and characteristics. A much more refined definition of diversity, presented by Macedo (2000) is thus, that it is the extent to which freedom and equality i s established for all levels, positions and environments of work but which is yet to be fully understood and practiced and thus has to be developed further for organisational development. In this section, based on the highlights provided by the previous section, an extensive literature and market review is conducted to gauge further the importance of equality in diversity in universities, with specific emphasis being given to women in academics and research in the university with support from legal and economic data from the market, universitys employment data and other universitys data so as to identify a gap and establish the scope for further study to resolve the existing problems relating to women employment and retention in the university.Literature and Market Review importance of diversity in universities The practice of diversity has a lot to offer to the universities, both in terms of learners and practitioners, i.e. the professors and teachers. Diversitys effectiveness in terms of workplace productivity, as pointed out by Kanter (1977) has a lot to do with social interactions that take place within the organisation. His work concluded that diverse workplace environments shape social interactions in a way that can be either disruptive or fruitful for an organisation depending on how it embraces it diversity. According to Chang (1999), whose contribution was more aligned to the context of academic institutions, compositional diversity plays a crucial role in both student productivity as well as staff productivity. Campuses with high rate of students belonging to diverse backgrounds have been found to have more opportunities, constructive social interactions and overall productivity (De Meuse Hostager, 2001; Boeckmann, Feather, 2007) with regard to preparation for the challenging work place environment that the students are to face in their future (Dev and Trevino, 1994). Opposed to this, universities with a major population of white candidates have been found to have restricted learning experiences and cross-racial interactions are almost never (European Commission, 2008). Compositional diversity is, thus, an important element that universities have to take into account to assure a productive student body and academic body (Dainty, et al., 2001). This refers to having a proportional representation of people in student and staff bodies that reflect different racial, gender, ethnic and other backgrounds. These recruitment policies relating to compositional diversity are symbolic of the universitys commitment to acceptance of people belonging to diverse backgrounds and its commitment to quality, practicality, and future sustainability to outside and external parties (Camp, et al., 1997). For this communication internally and externally relating to the diver sity practices and policies of the university is crucial. However, Hurtado (1998) has pointed out for universities, focusing on the single aspect and element of diversity practice in developing policies is not ideal and they should view diversity as a critical mass or composite of people belonging to different backgrounds but working on similar levels and tasks depending on skills and qualifications where there are open lines of communication and workplace integration (Boeckmann Feather, 2007). The policies that universities mainly adopt are in line with legislation and policy regulations enforced by law (Enders, 2001). Recently there have been various developments in this area of which Equality Act (2010) is a major milestone. equalities act 2010 The Equality Act (2010) is a highly significant piece of regulation with regard to diversity practice and management which is on its way to make equality at workplace much more strengthened. Almost 90% of its application has already taken place in less than a year since its formulation, while the rest will be put to effect by April 2011. It encompasses rules and policies relating to the following key areas: age, gender, disabilities, racial backgrounds, marital status, civil partnerships, religion, faith and beliefs, ethnic background, sex, and sexual orientations. The Act also eliminates the practice of dual discrimination that was and is currently in practice by many organisations whereby an employee or staff members is discriminated based on two or more of the characteristics such as race, gender, and religion, etc. at workplace, selection and recruitment or any other consideration. The act protects the candidates, employees, and members alike from this form of discrimination. T he Act offers its duty towards: (1) elimination of unfair practices by employers relating to discrimination, sexual harassment and unfair appraisals and reward management; (2) inducing equality in employment advancements and growth opportunities for all employees regardless of backgrounds; (3) enforce organisations to publish data in report form relating to diversity and equality at workplace, with proper objectives, strategies and execution and be transparent with employment relations and workplace practices that relate with diversity. University X has clearly developed its strategy around this Equalities Act and other legislations relating to diversity and workplace relations (Equality Act, 2010). diversity strategy of university x University X follows an integrated diversity management strategy at corporate and functional levels whereby it uses teams, committees and networks to plan, execute and control diversity initiatives. These teams and committees include: The Rectors Equal Opportunity and Diversity committee whose role is to ensure that each candidate is given the right to due process and equal opportunities at workplace regardless of the background. This is a corporate level committee which comprises of sub-committees that are designed to deal with disabilities, gender, race, etc separately to make sure each aspect of diversity is covered and looked upon extensively and to make sure the organisation abides by legislations, regulations and policy standards as set by the government, for example in the form of Equalities Act (2010). In addition to these committees, advisory groups also function across the organisation focusing on key issues that either emerges with organisational progress and development , or external labour market developments. All of these groups are integrated through networks whereby the corporate and functional levels do not function in isolation from each other. diversity initiatives by university x Under the diversity strategy the university has taken several initiatives that are in effect at present. These include employment development initiatives, training for equality and diversity for employees, disability awareness training and committees and networks set up to monitor the management of diversity and equality among the campus staff. Employee Development University has developed a cooperative program with other 7 universities to offer a management program for BME staff which runs for 6 months for two staff members at a time. It operates in the form of conferences with maximum communication, information and knowledge sharing and impartment to each of the members. University X leads this program. Equality and Diversity University X conducts equality and diversity training as per Equalities Act 2010 and publishes its progress each year in the form of reports. It takes 30 staff members at a time for running this training course three times a year. At present, much of these training sessions has been on the awareness for workplace equality for disable employees. Diversity Committees These committees, foresee, plan, coordinate, implement, monitor and evaluate the progress and performance of diversity management across the universitys staff. Integrated by means of networks set up by the universitys corporate management and administration, at present several initiatives that are in place were designed and executed by the diversity management committees. The committees have been very committed to make sure that disabled staff gets fair chances and opportunities at the workplace together with proper treatment from their work colleagues which is the main focus of many training sessions that take place throughout the year at the university. They currently engaged in equipping the administration and staff for the implementation of two ticks scheme whereby the employment growth prospects for disabled staff are increased. performance and progress According to the annual report of the university of 2008, the number of women professors has increased in the university but women academics and researchers has declined, the reasons of which are unclear. One explanation could be that while disabled staff is benefiting from the disabled management initiatives, gender diversity has received little attention by the university. The universitys target for 2010 for women academics and researchers was set to have an increase of 41% which the university was unable to meet. This calls for re-examining and re-structuring of some initiatives and policies, first to find out the causes and second to encourage more women academics and researchers to join and retain their positions and allow the university to achieve its gender diversity, along with disabilities targets. diversity initiatives by other universities Comparing the initiatives taken by and underway for University X, with two famous universities allows contrasting the differences and gauging areas where University X could improve its diversity management strategy and implementation. Lincoln University Much of Lincoln Universitys efforts are towards making the work environment racial-biased free, as indicated from its aim which is to promote, create and sustain racial equality in the university which is central to all policy, strategy and standard making for both students and employees alike. (Lincoln University, 2011). Its strategy is aimed at cultural diversity mainly which is managed by Equality and Diversity Management Committee chaired by the universitys Vice Chancellor. The committee works closely with the human resource management department of the university to conduct proper background checks to ensure that the university embraces the diversity that potential employees can bring to the university. This committee also has partnerships with communitys several diversity centered organisations that allow it to further enhance its services in the matter and embrace diversity even more effectively. Proper future goals are set and executed via partnerships, training sessions , seminars, workshops and free flow of communication with staff members and continuously monitored to ensure smooth attainment of targets and improve shortfalls to further enhance the diversity management of the university (Lincoln, 2011). The governance mainly takes place under the Racial Relations Act (2000) as opposed to Equalities Act (2010) that is integral to University Xs diversity management. Manchester University Manchester University operates a separate but functionally and strategically integrated centre for equality and diversity at work, where it makes sure that the employees regardless of backgrounds, physiological disabilities, gender, race, ethnic backgrounds, religion, nationality, etc. are given fair treatment, opportunities and employment at the university. It works closely with several public and private organisations and has taken a multi-disciplinary approach towards diversity management where it combines psychological research findings with managerial expertise alongside collaboration with multiple organisations to understand, develop and execute effective diversity management initiatives, some of which are: (1) encouragement for female entrepreneurship and reduction for their social exclusion; (2) causes and remedies for occupational stress based on gender and age; (3) Gender and Racial Equality training and development; (4) Training and initiatives for reducing sexual harass ment; and (5) Mentoring development of females and males for leadership, among many others (Manchester University, 2011). This section outlines the problem and scope for further research with defined objectives and aims, indicating the research methods that should be used.future research Rationale problem identification According to the annual report of the university of 2008, the number of women professors has increased in the university but women academics and researchers has declined, the reasons of which are unclear. University X has identified that the turnover provides evidence that the women mostly leave at the post-doctoral level at the university and fail to progress ahead. To explain this research is needed to explain the internal and external causes for deviation from targets. scope of study Analyzing Lincoln Universitys performance in this matter, despite of its success in establishing equal opportunities for employees for all races, and ethnic backgrounds, it has supported Hurtados critique for the practice of diversity management by universities where critical mass is not compiled by considering all of the aspects of diversity. in this case, gender, disabilities etc are ignored and are given secondary importance. And in the case of University X, gender is now being given importance and primarily its central focus was on disable employees. Considering the case of Lincoln university, their focus is on cultural aspect of diversity which they claim is the route of problems that create stereotypical beliefs and notions that are the biggest hindrances for diversity management (Milem and K. Hakuta, 2000). On the other hand, Manchester university has linked these cultural studies with individual psychology. Both point out thus, that in order to explain the cause and bett er implement diversity management for gender equality at the university, this cultural, and psychological together with structural perspective that is linked with the role of the university itself is crucial (Jenson, et al., 2001). Therefore, a research exploration and empirical analysis is required relating to allow the university to develop these multi-disciplinary approaches towards diversity management (Altbach, 2004). research objectives and aims Future research in the area is, thus, to encompass the following research objectives: to find out the structural and cultural causes of deviation from the targets with regard to women researchers and academics and to find out how the current diversity management system could be improved. methodology A descriptive, qualitative as well as quantitative and empirical research is ideal for this research study (Fiske et al, 1991; Fagenson, 1990). evaluation, conclusion and recommendations This section the summary of findings, and the final word of evaluation based on the cost-benefit analysis of the research proposal is given to direct the future research to resolve the problem situation of University X. Analyzing Manchester Universitys initiatives open further doors for University Xs diversity management, based on the finding that research, collaboration, and multi-disciplinary but focused planning, execution and control is necessary for making sure all aspects of diversity are covered. According to Fagenson (1990) and Ragins and Sundstrom (1989), structural perspective of universitys organisation influences perceptions, progress and implementation of diversity management initiatives. On the other hand, Kalev (2006) and Heilman (1993; 2001) have pointed out the importance of cultural reasons in explaining the workplace behaviour towards diversity and reasons for several misconceptions related with gender, specifically that could be used to explain why women fail to retain their post-doctoral level positions and continue to progress. This literary evidence further strengthens the requirement and scope of the research. However, it requires time, investment and effort and the university will have to make budget allocations to undertake it. The university could divide its objectives and targets to short, medium and long term levels in order to implement and undergo a continuous monitoring, improvement and execution progress of diversity management. Such as, attempt to increase women staff by 10% in the first year, 20% the next five years and 50% in the next eight to ten years.

Essay about Hollywoods Take on the Civil War - 1911 Words

The film, Gone with the Wind became a cultural phenomenon after its release in 1939. The Civil War based film follows the storyline of Scarlett O’Hara. The lead heroine is dealt with the hardships of love as well as the destruction of her town. Set in the South, the movie stresses the community’s devotion to the confederacy. After its box office success, many historians believed that the film had a strong influence on America’s perception of the Civil War. That influence being a backing attitude towards the Lost Cause. The term Lost Cause refers to the white southerners admirable view towards the defeated confederacy. In Gone with the Wind, this idea was expressed in several scenes. For example, one of the leading characters, Rhett†¦show more content†¦They even dance with excitement as their master looks on. Critics argue that this is a distorted view on racial history. Since the standpoint of the film revolves around white southerners, the scene attemp ts to glamorize slavery. In another display of discrimination, a newly elected group of Black legislators begin session. While in debate, african americans are shown drinking whiskey, devouring chicken, and removing their shoes. The purpose of this scene was to show the inability of African Americans to govern a nation. In illustrating blacks as barbaric and ill-mannered, the movie exhibits why the elite whites need to stay in power. With a focus on the Lost Cause, Birth of a Nation put a favorable stance on the South’s ideologies. One of those ideologies being white superiority. When Birth of a Nation was released, the National Association of the Advancement of Colored People ( NAACP) panned the film’s disregard of civil rights. As a result, the organization staged a massive protest at an opening of the film held in New York City. The NAACP urged whites to boycott the film. However, the idea of reserved seating and dressing people up as Klansman to advertise the film drew in millions. Even with daily rallies opposing the movie, Birth of a Nation grew to be the most successful picture in the silent movie era. Thus, the NAACP chose to instead pressure the director, D.W. Griffith, in cutting some of the more offensive scenes. One that included a group ofShow MoreRelatedHollywood Films And The Civil Rights Movement Essay1631 Words   |  7 Pagesto the Civil Rights Movement and after it. Both the manner in which most black characters are portrayed in Hollywood films and ideas conveyed by the latter suggest that Hollywood’s approach to racism is ultimately negative. However, Hollywood films shot in more recent times and Hollywood’s attitude to non-white actors speak about the film studios’ hypocritical approach to racism, as Hollywood’s activities indirectly promote racist ideologies spreading in the US film industry. 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Describe How Your Company Will Be Organized - 1328 Words

Describe how your company will be organized: †¢ Write a short paragraph on each of the founders and key managers, describing their background and experience (include resumes in the Appendix). What will be their duties and responsibilities? (Kevin s Perceptive) Taylor Tuke- He is so organized, he can manage New York’s traffic grid with his eyes closed. Taylor brings a unique perspective to the table. With an extensive background in music including live performances, audio production and songwriting, he constantly has his eyes open for new and exciting opportunities for the team. He has practiced digital design since a very young age and has experience with computer programs including Photoshop, Illustrator and other Adobe products.†¦show more content†¦You can find Connor wrangling trout on a fly rod or brewing up craft beers with bold personalities in his free time. Michael Ozeroff- At birth, his parents couldn’t decide between naming him â€Å"Relentless† or â€Å"York.† Mike was a good compromise. Nintendo 64 extraordinaire. Mike is a junior in mechanical engineering at CU with big goals in mind. He hopes to one day provide cleaner and cheaper energy to the community by designing solar panels for everyone to own. Through his study at school and his experience in the workplace, Mike hopes that he can help create a sustainable world for future generations. His experience with sales and customer relations makes him a key player to have on any team. He firmly believes that improving package security will positively impact many people, giving them the confidence to shop more frequently online with the knowledge that their packages await them safely at home. His peers and employers would say that Mike is passionate about the things that are important to him, and never half-asses his responsibilities. 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Econometrics for Corporate Social Responsibility

Question: Describe about panel data- fixed and random effects. Answaer: The methodology advocates the other aspects that contributes to the paper. The methodology applied in paper is panel data, which includes both temporal heterogeneity and the individual heterogeneity. The former allows controlling the macro economic effects whereas the latter allows controlling the individualistic characteristics of the firms (Hsiao, 2014). Moreover, the methodology used considers the dynamic performance of firms. However, review studied the firm performance and its effect of CSR based on cross sectional data. On the other hand, panel data has been taken to elaborate the association between CSR and firm performance to solve the problem of inherent endogeneity so that the results obtained are robust as well as consistent in nature (Madorran Christina, 2016). However, CSR and firm performance have received much consideration in the literature. Panel data has been carried out in the study to test the hypothesis on the methodology that allows taking into account both the temporal as well as unobservable individual heterogeneity. However, individual heterogeneity at one point becomes difficult to study the firm level features that directly affect the controlled firm value (Kessler, 2014). This technique not only provides a complete information regarding the testing of hypothesis but also allows the stated facets to be taken into account. The outcomes obtained are more pertinent than the cross sectional data used in the literature. Nevertheless, one-period lagged performance has been used in order to include the dynamic performance indicators to measure the persistence level of performance of the parameter. CSR is an indicator of the firm i in t-1 years. The lag has been introduced in the model because CSR efforts do not immediately affect the firm performance rather the result is reviewed later. The choice of methodology has been performed to achieve the significant objectives based on the efficiency of the results. However, panel data applied in this context has been incorporated due to four reasons. Firstly, it includes dynamic characteristics of the variables in the underlined analysis. Secondly, the times effects has been used as a variable of the year to introduce undetected individual effect in the individual heterogeneity. Hansen Over identification Test - The dynamic model can be estimated based on two generalized step of moments that not only provide an efficient yet consistent estimator but also addresses the impending endogeneity in the model. The instruments in lags in independent variable are considered from t 1 whereas the lags in dependent variable are considered from t 2 (O'Neill Hanrahan, 2016). However, Hansens instruments validates the statistic results through the over identification chi square distribution. The test involves degrees of freedom that are equal to the number of over-identifying limitations. Nonetheless, in order to remove the individual effects it is important that individual effects be associated with the remaining variables based on the first differences of the variables (Corredor Goi, 2011). Error Correction Procedure by Windmei - On the other hand, the model estimation for error correction is carried out on the small samples. The correlation in error terms m1 and m2 is for serial correlation in order of 1 and 2 respectively that has been calculated using fist differences in the residuals. These tests are asymptotically distributed as N (0, 1) under the statement of no serial correlation in null hypothesis and m2 is calculated following Arellano (Roodman, 2015). Wald Statistics On the other hand, the coefficients offer the Walds statistic based on z1 and z2. z1 statistic is used for shared significance of the model whereas z2 is used for shared significance of the time dummies. However, both the statistics just like Windmei Error Collection Procedure, the statistics are normally distributed as under null hypothesis as a chi square of no joint significance. However, all these statistics are executed using STATA, statistical tool (Hernndez-Cnovas, Mnguez-Vera Snchez-Vidal, 2014). Alternatively, the other way of evaluating a longitudinal or cross sectional data is with the help of pooled OLS regression treats the regression of y on x using controlled variables. However, it ignores the structure followed by the panel data such that the pooled regression omits the invariant unobserved variables from the study. Hence, it is important that all the unobserved variables be controlled for the probable influence by the generalized least square random effect regression model (GLS-RE). GLS-RE regression with OLS assumes to have no correlation between explanatory variables as well as error terms but it takes into consideration unobserved variables that will not only be constant over time but also will vary between companies while others may not be just constant between companies but might vary over time (Hagen Waldeck, 2014). However, as stated, it is observed that GLS-RE ought to violate the auto regression correlation of the least square. Comparatively, GLS-RE regression is appropriate to control the influence of the time-constant variables that often face the problem of serial correlation in the error term. The assumptions that hold efficient in the given nature of the data such that it follows the order to analyse the use of RE estimator. The error term e is a composite error terms that comprises of both time-varying (mit) as well as time-constant (ai) firm specific variable such that e as ai mit are uncorrelated through time. The unobserved effects (mit) and idiosyncratic errors (ai) are assumed to be uncorrelated with independent variables across all time periods (strict exogeneity) The unobserved as well as observed variables are randomly drawn from the certain distribution. Furthermore, in order to ensure the assumption, the researcher has forecasted the residuals with the predict command to plot a histogram of r for visual analysis. However, to ensure the results validity as well as clarity, the test of Shapiro-Wilk W-test had been conducted. The W statistics in the test specifies normality if the value of W is close or equal to one given that the null hypothesis states that r is normally distributed. The results and null hypothesis will not be rejected if the p value comes greater than 0.05 (Hanusz, Tarasinska Zielinski, 2016) The validity of the results can further be proven by other tests. Tests like Breusch-Pagan Lagrange multiplier (LM) is needed to check the validity of random-effect estimator. This test has been designed not only to check the efficiency and validity of the RE models but has also been designed to test the efficiency in conducting unobserved heterogeneity. In this particular test, the square of the residuals (error term) are regressed on the independent variables. The null hypothesis for the particular tests states that the variance across the regression equation is zero (Ho: 0; no substantial dissimilarity across units) (Baltagi, Feng Kao, 2012). Moreover, if the test failed to reject the null hypothesis then RE model will be considered not suitable for the evaluation. Conversely, the test assumes to favor Random Effect Estimator if test is significant at 1% confidence level. The regression in LM tests are run according to the standard error that will spontaneously modify all standard errors as well as p-values looking for any possible problem of outliers, heteroskedasticity and other irregularities and lately mend the rationality of the results. As dependent variable helps in acknowledging the financial performance of the firm. As a result, the factors are controlled thoroughly such that it does not affect the financial performance. However, those variables are included that not only affect the financial performance of the firms but also controls the unobservable with fixed combination effects like firm, year and industry. The econometric specification will be discussed in the following section below. To choose a multivariate statistical method, the research starts form the OLS (Ordinary Least Square) specification in which firstly, the firms performance will be specified (Performit) as a function that is linear in nature with vector X of explanatory/ independent variables from time t of the firm i additional to the error term uit. As provided by the panel structure of the data, the major possibility arises that all the error terms will be correlated with firms over time. This kind of serial correlation paves way to spurious regression results (Wooldridge, 2015). To deal with serial correlation the model will now turn into a dynamic longitudinal model. This model will incorporate lags in linear autoregressive dynamics of dependent variable as regressor to encompass performance for within-firm persistence. Explicitly, to incorporate lag of one-year in the dependent variable then the within-firm AR (1) process will be followed in every specification. The within-firm serial correlations addresses the dynamics of AR(1) such that there is probability that error term (ei) across time will not be independent. However, any effect related to time-dependence that is not included in X will incorporated in the error term. However, the earlier researches have studied that there are many macro-economic factors that are linked with performance constituting of changes in systemic, government policy as well as macro-economic shocks. There is a need to measure all these effects with the corresponding time componenet so that it can be considered in the error term (eit). As a result, this methodical component will lead to correlation in the error terms that will violate the assumptions of OLS. Theoretically, the decomposition of error term (eit) into fixed time effects vector such that it will be labelled as Zt where Zt will symbolize dummy variables of the year with v.i.t as vector term and i.i.d as normal error terms with mean equal to zero. The equation will represent the eit decomposition (Bai Wang, 2015). As a final point, there is still a strong possibility that vector term (v.i.t) will not be independent of within industries or firms. This states that due to any occurrence if these firms operate in a different manner methodically due to transient factors that are long term in nature then there will be unobserved heterogeneity. However, to correct this, the fixed effects will come into play in industry/ firm according to the specifications (Ertur Musolesi, 2012). However, the final economic specification can be summarized based on within-firm AR (1) dynamics, fixed industry/ firm and fixed effects in year to control the features that are not restrained by other variables that might associate with the performance of the firm (Huang, 2013). This possible benefit of the approach is that it not only controls for unobserved heterogeneity without measuring the source of heterogeneity but also eliminates bias and provides strong estimates is statistical results. The possible drawback of this approach is that it is difficult to specify as well as identify different individual factors that will affect the dependent variable. Nevertheless, the goal is to not to test these effects or control the effects then the tradeoff will be accepted. The concerns relating to unobserved heterogeneity and autocorrelation are associated with panel data. However, to solve these issues, standard techniques are applied. Initially, Hausman test was conducted to provide a proper estimation method but the results depicted correlation issue between regressors and error (Marvel Pitts, 2014). Nonetheless, to solve this issue, firm fixed effects models were suggested over the random effects model for statistical evaluation. However, to test the validity as well as the efficiency of the findings, the outcomes reported were associated and compared to the random effects model results. As a result, the results obtained were lower from the perspective of random effect model based on the magnitude, significance levels as well as largely consistent coefficients. Therefore, the reported estimates are considered conservative using the fixed effects model. However, with any further correction in the potential autocorrelation might lead to biased param eter estimates in time series data and might vary over time to control the effects that assumes to be constant across firms and by adding year dummy variables, a time fixed effects was also incorporated. References Bai, J., Wang, P. (2015). Econometric Analysis of Large Factor Models. Baltagi, B. H., Feng, Q., Kao, C. (2012). A Lagrange Multiplier test for cross-sectional dependence in a fixed effects panel data model.Journal of Econometrics,170(1), 164-177. Corredor, P., Goi, S. (2011). TQM and performance: Is the relationship so obvious?.Journal of Business Research,64(8), 830-838. Ertur, C., Musolesi, A. (2012).Spatial autoregressive spillovers vs unobserved common factors models. A panel data analysis of international technology diffusion(No. 2012/9). INRA UMR CESAER, Centre d'Economie et Sociologie appliques l'Agriculture et aux Espaces Ruraux. Hagen, T., Waldeck, S. (2014).Using panel econometric methods to estimate the effect of milk consumption on the mortality rate of prostate and ovarian cancer(No. 03). Frankfurt University of Applied Sciences, Faculty of Business and Law. Hanusz, Z., Tarasinska, J., Zielinski, W. (2016). SHAPIROWILK TEST WITH KNOWN MEAN.REVSTATStatistical Journal,14(1), 89-100. Hernndez-Cnovas, G., Mnguez-Vera, A., Snchez-Vidal, J. (2014). Ownership structure and debt as corporate governance mechanisms: an empirical analysis for Spanish smes.Journal of Business Economics and Management, 1-17. Hsiao, C. (2014).Analysis of panel data(No. 54). Cambridge university press. Huang, S. (2013).Board tenure and firm performance. working paper, INSEAD Business School. Kessler, R. C. (2014).Linear panel analysis: Models of quantitative change. Elsevier. Madorran, C., Garcia, T. (2016). Corporate social responsibility and financial performance: the spanish case.Revista de Administrao de Empresas,56(1), 20-28. Marvel, J., Pitts, D. (2014). What We Talk About When We Talk About Management Effects: A Substantively Motivated Approach to Panel Data Estimation.International Journal of Public Administration,37(3), 183-192. O'Neill, S., Hanrahan, K. (2016). The capitalization of coupled and decoupled CAP payments into land rental rates.Agricultural Economics,47(3), 285-294. Roodman, D. (2015). xtabond2: Stata module to extend xtabond dynamic panel data estimator.Statistical Software Components. Wooldridge, J. M. (2015).Introductory econometrics: A modern approach. Nelson Education.